[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-oil-industry-and-kenya-petroleum-oil-workers-union":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":156,"content_type_view":157,"extra_breadcrumbs":158,"body":160,"body_blocks":171,"related_pages":175},920,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_KE","2025-07-28T09:18:30.282135+00:00","2026-04-02T09:37:04.363849+00:00","\u002Fcms\u002Fpages\u002F920\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Kenya","en-ke",{"title":20,"slug":21},"Work in Kenya","work-in-kenya",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T11:18:30.282135+02:00","2026-04-02T11:37:04.515436+02:00",{"cba":32,"clauses":43,"details":154,"translations":155},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-between-oil-industry-and-kenya-petroleum-oil-workers-union","df191400-c214-11e3-8abc-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-oil-industry-and-kenya-petroleum-oil-workers-union\u002Fcollective-bargaining-agreement-between-oil-industry-and-kenya-petroleum-oil-workers-union\u002F","Collective Bargaining Agreement between Oil Industry and Kenya Petroleum Oil Workers’ Union - 2013","KEN Oil Industry - 2013","Kenya - KEN Oil Industry - 2013","KEN Oil Industry - 2013 - Extraction, mining, quarrying",{"name":41,"data":42},"COLLECTIVE BARGAINING AGREEMENT BETWEEN OIL INDUSTRY AND KENYA PETROLEUM OIL WORKERS UNION.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>JOINT INDUSTRIAL COUNCIL OF THE OIL INDUSTRY (KENYA)\u003C\u002Fp>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN OIL INDUSTRY AND KENYA PETROLEUM\nOIL WORKERS’ UNION.\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2013\u002F2014.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE. \u003C\u002Fp>\n\n\u003Cp>AN AGREEMENT made this 5th day of October two thousand and Thirteen between\nthe companies listed in paragraph two of the memorandum of Agreement signed\nbetween them and the Kenya petroleum oil workers union on July 26; 1962\n(hereinafter called “the Companies” and “the Union” respectively)\nincluding subsequent amendments as mutually agreed between the Companies and\nUnion WHERE BY AGREED AS FOLLOWS:\u003C\u002Fp>\n\n\u003Cp>SUBJECT MATTER.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-coverunionsign\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>The terms and conditions of employment which shall apply to the unionisable\nemployees of the companies holding positions listed in schedule “B” of the\nMemorandum of Agreement signed on July 26; 1962 ( The Joint Industrial Council\n“Constitution”) shall be those provided for this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART 1\u003C\u002Fh2>\n\n\u003Cp>Containing the clauses applicable to unionisable employees and to all\ncompanies except where otherwise indicated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.1 DURATION OF AGREEMENT.\u003C\u002Fh3>\n\n\u003Cp>The duration of this Agreement shall be for a period of two calendar years\ncommencing on 1st January 2013.\u003C\u002Fp>\n\n\u003Cp>At any time after 1 October 2014 and not later than 31 December 2014 either\nparty may give the other two months notice in writing expressing its wish for\nthis agreement to continue in force for a further period to be agreed upon or\nof its intention to terminate the Agreement or alter any clause in the\nAgreement. In the latter event the parties will enter into negotiation on the\nTerms and Conditions of a new Agreement and, until such time as this is signed\nand\u002For registered, the present agreement will continue in force.\u003C\u002Fp>\n\n\u003Cp>After 1st October 2014 and not later than 31 December 2014 either party may\ngive the other one months notice in writing of its desire to re-open\nnegotiations on minimum salaries and general salary increase in the case of\nUnionisable employees.\u003C\u002Fp>\n\n\u003Cp>In this event, Agreement so reached will be effective from 1st January\n2013.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.2 UNION MEMBERSHIP.\u003C\u002Fh3>\n\n\u003Cp>(a) Both parties undertake to observe the provisions of Industrial\nRelations.\u003C\u002Fp>\n\n\u003Cp>Charter and Labour Relations Act, 2007 and shall not engage in such practice\nas:\u003C\u002Fp>\n\n\u003Cp>I. Interfering with the rights of employees to enroll or continue as union\nmembers.\u003C\u002Fp>\n\n\u003Cp>II. Discrimination, restrain or coercion against any employee because of\nrecognized activities of trade union.\u003C\u002Fp>\n\n\u003Cp>III. Victimization of any employee and abuse of authority in any form.\u003C\u002Fp>\n\n\u003Cp>IV. Use of abusive language which may result to industrial instability.\u003C\u002Fp>\n\n\u003Cp>V. Discrimination against any employee because of\nrace,colour,creed,religion,age,tribe,gender,political affiliation and health\nstatus.\u003C\u002Fp>\n\n\u003Cp>VI. Nepotism shall not be practiced while considering permanent\nemployment,promotion or training.\u003C\u002Fp>\n\n\u003Cp>(b) Both parties realize that responsibilities laid on them can only be\nfulfilled if a high standard of discipline is maintained among Companies, Union\nand its members.\u003C\u002Fp>\n\n\u003Cp>(c) Thus, while recognized that the question of union membership is entirely\na matter for individual choice and while reiterating that membership or\nnon-membership is a factor which is not regarded by the company in arriving at\nany decision which may in any way affect either employment,the continued\nemployment or the career prospects of individual employees,the companies\nnevertheless accept that in the interest of maintaining the required standard\nof discipline, union membership should be maintained at a high level and will\nbe effective upon engagement.\u003C\u002Fp>\n\n\u003Cp>(d) The Companies shall draw the attention of new employees to the existence\nof the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.3 DEDUCTIONS OF UNION DUES\u002FAGENCY FEE.\u003C\u002Fh3>\n\n\u003Cp>While it is generally accepted in principle that the deduction of union dues\nthrough the check-off system is governed by part six of the Labour Relations\nAct 2007, both parties i.e. the Companies and the Union undertake that it shall\nbe a condition of employment that all unionisable employees falling within the\nlevel of union representation and are members covered by this Agreement shall\nbecome and remain members of the union in good standing.\u003C\u002Fp>\n\n\u003Cp>Any non paid up union member of staff benefiting from a duly negotiated\nCollective Bargaining Agreement will have to meet requirement of union\nmembership as provided for by section 49 of Labour Relations Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.4 ANNUAL LEAVE.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) After 12 months continuous service, all employees will be granted annual\nleave as follows:\u003C\u002Fp>\n\n\u003Cp>I. 22 working days leave for employees working a 5 day week.\u003C\u002Fp>\n\n\u003Cp>II. 26 working days leave for employees working a 6 day week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>A gazetted public holiday falling within the period will be treated as non-\nworking day. The date of employees leave entitlement is the anniversary date of\nhis employment.\u003C\u002Fp>\n\n\u003Cp>As far as possible, employee will be granted leave on the due date. However\nit is recognized that consideration of operational requirement is paramount and\nthe Companies will arrange leave roasters accordingly\u003C\u002Fp>\n\n\u003Cp>(b) Up to 12 days leave entitlement may be accumulated in any 1 year subject\nto an over-ridding maximum of 24 days. One month notice of intention to take\naccumulated leave must be given, and it is again recognized the date of taking\nsuch accumulated leave will be determined by the Companies in accordance with\noperational requirements.\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee with more than 6 months continuous service leaves the\nCompanies’ service, s\u002Fhe shall be paid a sum in lieu of proportionate leave\ncalculated on a pro-rata basis at:\u003C\u002Fp>\n\n\u003Cp>I. 1.84 days pay for each completed month of service for those working a 5\nday week.\u003C\u002Fp>\n\n\u003Cp>II. 2.17 days pay for each completed month of service for those working a 6\nday week.\u003C\u002Fp>\n\n\u003Ch3>1.5 MATERNITY\u002FPATERNITY LEAVE.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>A female employee shall be entitled to 3 months maternity leave with full\npay on production of the requisite medical certificate in accordance with\nsection 29 of Employment Act 2007.The employee will have an option of applying\nfor 2 months salary in advance at commencement of such leave otherwise payment\nunder this clause will be made at the end of each month of the employees\nabsence.In addition,the employee will still be entitled to her annual leave\n.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>A male employee shall be entitled to 14 calendar days paternity leave with\nfull pay to assist the said spouse to settle at home after delivery.Such leave\nwill be granted on production of medical documents and will not be\naccumulate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.6 COMPASSIONATE LEAVE.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The companies will give consideration to the granting of special leave on\ncompassionate grounds on production of proof of the necessity for such\nleave.This leave will be with full pay and will not be deducted from annual\nleave entitlement. Such compassionate leave shall not in any way affect the\nemployee standing with company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.7. LEAVE FOR TRADE UNION PURPOSES.\u003C\u002Fh3>\n\n\u003Cp>(a) CONFERENCES.\u003C\u002Fp>\n\n\u003Cp>The Companies agree to grant 6 days paid leave in each calendar year for\nunion officials and delegates selected by the Union from among the companies\nemployees to attend the conference provided that:\u003C\u002Fp>\n\n\u003Cp>I.The name s of the officials and delegates to attend the conference shall\nbe submitted to the companies in writing not less than fifteen days before the\nleave is required to commence.\u003C\u002Fp>\n\n\u003Cp>II.Such leave may not be accumulated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) EDUCATION SEMINARS AND COURSES.\u003C\u002Fp>\n\n\u003Cp>The companies agree to grant leave with full pay to the union members\nsponsored by union to attend education seminars and courses for entire duration\nof such seminars or courses provided prior consultation and agreement has been\nreached between the union and the companies concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.8 HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>(a) RELIGIOUS HOLIDAYS.\u003C\u002Fp>\n\n\u003Cp>Up to 2 days paid leave per year may be given to an employee for appropriate\nholidays. This shall not affect his annual leave entitlement.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>(b) PUBLIC HOLIDAYS.\u003C\u002Fp>\n\n\u003Cp>As far as maintenance of essential services allow, the following Gazetted\nPublic Holidays are granted with pay provided the employee is not absent\nwithout permission on the working days preceding or succeeding the public\nholiday.It is agreed that any government announcement in respect of gazetted\nPublic Holidays shall cause automatic amendment to this list to reflect the\ncurrent position.\u003C\u002Fp>\n\n\u003Cp>(a) New Years’ day\u003C\u002Fp>\n\n\u003Cp>(b)Good Friday\u003C\u002Fp>\n\n\u003Cp>(c) Easter Monday\u003C\u002Fp>\n\n\u003Cp>(d) Labour day\u003C\u002Fp>\n\n\u003Cp>(e) Madaraka day\u003C\u002Fp>\n\n\u003Cp>(f) Mashujaa day\u003C\u002Fp>\n\n\u003Cp>(g) Idd-ul-Fitr\u003C\u002Fp>\n\n\u003Cp>(h) Jamuhuri day\u003C\u002Fp>\n\n\u003Cp>(i) Chrismas day\u003C\u002Fp>\n\n\u003Cp>(j) Boxing day\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.9 LEAVE ALLOWANCE.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>Leave allowance shall be paid to unionisable members as follows:\u003C\u002Fp>\n\n\u003Cp>Length of service.\u003C\u002Fp>\n\n\u003Cp>Upto 5 years of service - shs. 10,000\u003C\u002Fp>\n\n\u003Cp>Over 5 years of service - shs. 13,000\u003C\u002Fp>\n\n\u003Cp>Such leave allowance will be paid annually at the time of the employees\ntaking his\u002Fher annual leave.In the event of termination of service for reasons\nother than gross misconduct and where the employee has completed more than 12\nmonths service,proportionate leave allowance is payable for each completed\nmonth of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.10 MEAL AND SAFARI ALLOWANCE.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight focus\">\u003Cp>(a) When unionisable employee is required by the company to work outside\nhis\u002Fher work area for any period between 6.00a.m and 8.00p.m which includes\nnormal meal time, or to spend a night away from his\u002Fher base on company\nbusiness, he\u002Fshe will be paid the appropriate allowances as listed below:\u003C\u002Fp>\n\n\u003Cp>Breakfast...................... shs.450.00\u003C\u002Fp>\n\n\u003Cp>Lunch............................shs650.00\u003C\u002Fp>\n\n\u003Cp>Dinner ............................shs.800.00\u003C\u002Fp>\n\n\u003Cp>Accommodation............ shs.2000.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The normal working area is defined as being the limits of the city or\ntownship of the place of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) NON-SHIFT EMPLOYEES (Applicable to employees working at normal working\narea)\u003C\u002Fp>\n\n\u003Cp>When an employee is required to work after normal finishing time and\ncontinues beyond the meal time indicated here below, he\u002Fshe will qualify for\nmeal allowance. Meal times will be:\u003C\u002Fp>\n\n\u003Cp>Breakfast .............between 0600 hours and 0900 hours\u003C\u002Fp>\n\n\u003Cp>Lunch.................... between 1200 hours and 1430 hours\u003C\u002Fp>\n\n\u003Cp>Dinner ....................between 1830 hours and 2130 hours.\u003C\u002Fp>\n\n\u003Cp>When an employee works over the normal lunch break, s\u002Fhe will only qualify\nfor lunch allowance if he\u002Fshe cannot be given appropriate time off for such\nmeals before the end of the meal period indicated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) SHIFT EMPLOYEES.\u003C\u002Fp>\n\n\u003Cp>Shift employees who do not qualify for meal allowance for meals falling\nwithin their normal shift. Shift employees who are required to work for at\nleast 2 hours into the next shift and those called to work over time will be\npaid a fixed meal allowance of Kshs 650\u002F= per 8 hours occasion. Only one\nallowance will be payable per occasion.\u003C\u002Fp>\n\n\u003Cp>To qualify for this allowance, employees will have to work beyond the\nfollowing times:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1)K.P.R.L.\u003C\u002Fp>\n\n\u003Cp>Shift Hours :................................................ Time which\nfixed meal allowance becomes payable.\u003C\u002Fp>\n\n\u003Cp>0700 hrs to 1500 hrs...................................1700hours\u003C\u002Fp>\n\n\u003Cp>1500 hrs to 2300hrs....................................0100hours\u003C\u002Fp>\n\n\u003Cp>2300hrs to 0700 hrs....................................0900hours\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) MARKETERS.\u003C\u002Fp>\n\n\u003Cp>As per individual marketing Companies shift hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.11 SHIFT ALLOWANCE.\u003C\u002Fh3>\n\n\u003Cp>In addition to the basic pay, employees working a regular shift will be paid\na shift allowance to compensate them for the inconveniences involved in shift\nwork. These shift allowances will not be included in the basic pay and\naccordingly will not be taken into account when calculating Provident\u002FPension\nFund contributions or overtime pay, since it is intended to compensate the\nindividual for the inconvenience incurred in shift work through being sick, on\nleave, or for any other reason.\u003C\u002Fp>\n\n\u003Cp>(a) 3CYCLE SHIFT.\u003C\u002Fp>\n\n\u003Cp>15% of the basic individual salary.\u003C\u002Fp>\n\n\u003Cp>(b) 2CYCLE SHIFT\u003C\u002Fp>\n\n\u003Cp>11 % of the basic individual salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.12 HOUSING ALLOWANCE.\u003C\u002Fh3>\n\n\u003Cp>In addition to basic salaries, all unionisable employees will be paid\nhousing allowance as follows:\u003C\u002Fp>\n\n\u003Cp>Upper income group - shs.12,700\u002F= p.m\u003C\u002Fp>\n\n\u003Cp>This will not be taken into consideration when calculating overtime\npayment\u002Fprovident fund contributions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.13 LOCAL TRANSPORT.\u003C\u002Fh3>\n\n\u003Cp>When an employee is called out of his place of residence to work on his\u002Fher\nrest day, day off, or on public holiday(for non-shift workers)he\u002Fshe will be\nreimbursed the actual cost of the bus fare to and from his\u002Fher place of\nwork,via the most direct route.\u003C\u002Fp>\n\n\u003Cp>Provided that where such travel is undertaken outside the normal operating\nhours for buses or other means of public transport,the employee may claim the\nactual taxi fare incurred via the most direct route or if he uses his own\ncar,the equivalent of such taxi fare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.14 SICKNESS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>(1) In the event of illness, absence from work will be permitted for a\nperiod of up to 90 days on full pay for all employees in any one calendar year\nsubject to the following conditions:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(a) The employee has completed the appropriate probation period.\u003C\u002Fp>\n\n\u003Cp>(b) Presentation of a medical certificate signed by an approved medical\nofficer covering the entire period of the sickness.\u003C\u002Fp>\n\n\u003Cp>(c)Such sick leave may not be accumulated from year to year.\u003C\u002Fp>\n\n\u003Cp>(d)In cases of prolonged illness the companies will inform the union and the\nindividual cases will be determined by the companies on their own merit.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>(2) (a)The companies shall reimburse to an employee or pay direct to the\ndoctor, chemist or medical institution the cost of medical treatment upon the\nproduction of receipt or (in case of a doctor, chemist or medical institution),\ninvoices and provided that the employee goes to the medical practitioner or\nmedical institution to which he is directed by the company or in the absence of\nsuch direction to the medical practitioner of his\u002Fher own after consultation\nwith the company. However, in case of a genuine emergency and where\nconsultation is not practicable, the patient may proceed to the most convenient\nmedical practioner\u002Finstitution.In this event, the employees company must be\ninformed at the earliest opportunity and in any case not later than 72 hrs.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b)Incase of hospitalization, the Companies will meet the cost of treatment\nless the entitled amount of National Hospital Insurance Fund subsidy\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cp>(3) Employees who are members of the subsidized medical insurance schemes\nhave the option of treatment by the doctor of their own choice within the\nlimits of the insurance schemes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) The Companies reserve the right to require the employee to be examined\nby the Company’s Medical advisor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.15 SAFETY AND HEALTH.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>Safety and health of employees shall be subject to Occupational Safety and\nHealth Act, 2007 and as supplemented by companies Regulations and\nProcedures.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.16 VACANCIES\u003C\u002Fh3>\n\n\u003Cp>Where vacancies of a promotional nature arise, the companies agree to give\nthe first priority to existing employees, taking to account such considerations\nas relative ability, experience, qualifications and length of service.\u003C\u002Fp>\n\n\u003Cp>When the foregoing procedure has been exhausted and the company decides to\nadvertise to the press e.t.c; copies of such advertisement will be posted on\nnotice boards for the information of employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.17 CHANGE OF CLASSIFICATION.\u003C\u002Fh3>\n\n\u003Cp>If any employee is permanently transferred to a position of lower category\nthrough no fault of his \u002Fher own basic pay will not be reduced, but after\nagreement with the union, he\u002Fshe will be classified in the category into which\nhis\u002Fher new position falls.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.18 WARNING SYSTEM.\u003C\u002Fh3>\n\n\u003Cp>Any employee whose work or conduct is unsatisfactorily or who otherwise\ncommits a misconduct, which does not warrant instant dismissal, shall be warned\nin writing after he has been advised verbally by his supervisor and the shop\nsteward of the union shall be informed accordingly:\u003C\u002Fp>\n\n\u003Cp>(a) The first and the second warnings shall be entered in the employee’s\nemployment record and the shop steward of the union shall be informed\naccordingly;\u003C\u002Fp>\n\n\u003Cp>(b) The second warning shall be copied to the branch secretary of the\nunion;\u003C\u002Fp>\n\n\u003Cp>(c) If an employee who has already received two warnings commits a third\nmisconduct, he\u002Fshe shall be liable to summary dismissal;\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee completes one calendar year from the date of\nthe second warning without further misconduct, any warning entered in his\u002Fher\nemployment record shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.19 SUSPENSION.\u003C\u002Fh3>\n\n\u003Cp>(1) Where an employee has committed a misconduct or is suspected to have\ncommitted an offence which may lead to termination of service,the company will\nsuspend the employee involved from duty pending investigation and consideration\nof the offence by the company.\u003C\u002Fp>\n\n\u003Cp>(2) While under suspension, the employee will not attend his\u002Fher place of\nwork and must keep off the Companies operational premises unless requested\notherwise. However, during the period of suspension the employee remains on his\nnormal terms of employment.\u003C\u002Fp>\n\n\u003Cp>(3) If within the suspension period and for the purposes of carrying out\nfurther investigations, an employee is required to appear before a disciplinary\ncommittee, he\u002Fshe will appropriately be informed the date\u002Ftime and place of\nmeeting. He\u002Fshe shall have the right to be represented by any number of\nrepresentatives of his\u002Fher choice, cross examine witnesses, call witnesses and\naccess information and data to prove his\u002Fher case. Likewise the employer shall\nhave to explain to the employee in a language the employee understands well\nbefore and during the investigation process. The ruling therefore will take\ncognizance of the fundamental resolutions agreed upon by both parties. \u003C\u002Fp>\n\n\u003Cp>(4)Such notice of suspension shall be given in writing to the Branch\nSecretary and the General Secretary. No suspension period shall exceed 30\nconsecutive days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.20 TERMINATION OF EMPLOYMENT.\u003C\u002Fh3>\n\n\u003Cp>(1) On successful completion of the probationary period, an employee will be\nconfirmed in that position. In case of termination for reasons other than\nsummary dismissal for gross misconduct, the companies will give one calendar\nmonths notice beginning on any day of the month or the equivalent salary in\nlieu thereof.Similarly, an employee wishing to resign from the companies shall\ngive one calendar months notice of his \u002Fher intention, such notice to be given\non any day of the month or the payment of equivalent salary in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(2) In the event of an employee being dismissed for any cause whatsoever and\nafter consultation with the union is reinstated he\u002Fshe shall be reinstated\nwithout any loss of salary,benefits or privileges.\u003C\u002Fp>\n\n\u003Cp>(3)In the event of an employee being dismissed for any cause whatsoever and\nafter consultation with the union is reinstated,he\u002Fshe shall be re-employed\nwithout any loss of salary,benefits or privileges as from the time of dismissal\nto the time of his\u002Fher re-employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.21 REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) Save as hereinafter provided, redundancy shall be subject to section 40\nof Employment Act, 2007.\u003C\u002Fp>\n\n\u003Cp>(b) Should it be deemed necessary by the company to terminate the services\nof any employees for reasons of redundancy, consideration of either membership\nor non-membership of the union shall not be taken into account .The Companies\nshall notify the union in writing of their intended redundancy at least 2\nmonths prior to notifying the staff concerned and effecting the redundancy.The\ncompanies agree to meet the union during this period in order to discuss the\nredundancy.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of termination of service of an employee through reasons of\nredundancy, such employees will be paid one month basic salary per completed\nyear of service. The selection for such termination will be governed by the\nprinciple of LIFO, PERFORMANCE and MERIT.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(d) For those companies which do not have contributory provident\u002Fpension\nFunds, redundancy payment will be on the basis of one month’s salary per\ncompleted year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Contracting jobs. where the Companies decide to engage private contractors\nto do any job which was previously done by the Companies and where such\ncontracting out will result in employees losing their jobs ,then all the\nprovisions of subsection (a),(b) and (c) of this clause will apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.22 RETIREMENT AGE\u003C\u002Fh3>\n\n\u003Cp>(a) The normal retirement age will be 55 years of age.\u003C\u002Fp>\n\n\u003Cp>(b) The company shall give 3 months notice of retirement to their\nemployees.\u003C\u002Fp>\n\n\u003Cp>(c) Final payment will be made on a retiring employee on his\u002Fher last day on\nthe payroll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.23 GRIEVANCE PROCEDURE.\u003C\u002Fh3>\n\n\u003Cp>Stage 1: An employee desiring to raise any grievances shall in the first\ninstance discuss the matter with his immediate supervisor.\u003C\u002Fp>\n\n\u003Cp>Stage 2: Failing a satisfactory solution within 2 working days after the\nmatter has been raised in stage 1; the employee may refer the matter to his\nsenior supervisor. At this stage, he may be represented by appropriate shop\nsteward.\u003C\u002Fp>\n\n\u003Cp>Stage 3: Failing a satisfactory solution within 2 working days after the\nmatter has been raised in stage 2, the employee, with or without his union\nrepresentative, may raise the matter with the branch manager\u002Fdepartment head or\nhis nominee.The company will give its decision within two working days of the\nmeeting.\u003C\u002Fp>\n\n\u003Cp>Stage 4: If a solution is not forthcoming at stage 3, the union may refer\nthe matter to management of the company who will schedule a meeting with the\nunion to discuss the dispute. This meeting will be held within 4 working days\nof receipt of the union letter.Within 3 working days of the date of that\nmeeting the final decision of the management will be communicated to the union\nin writing.\u003C\u002Fp>\n\n\u003Cp>Stage 5: If any matter has not been resolved on completion of the foregoing\nprocedure, the grievance will be referred to the grievance committee of the\njoint industrial council. This committee will consists of the industrial\nrelations coordinator, the joint secretary and a representative of the company\ninvolved.The union will be represented by the general secretary and\u002For his\nnominee,the joint secretary and a union representative from the company\ninvolved.All decision of the grievances committee will be by mutual\nagreement.\u003C\u002Fp>\n\n\u003Cp>A request of the meeting of the grievance committee of the J.I.C will be\nforwarded in writing to the joint secretaries within 5 days of the receipt of\nthe decision in stage 4.The two joint secretaries will arrange the meeting of\nthe grievance committee within seven working days after receipt of the relevant\ncommunication.\u003C\u002Fp>\n\n\u003Cp>(In the event of failure on the part of the aggrieved party to request a\nmeeting of the grievance committee of the joint industrial council within a\nperiod of 5 days mentioned above, they will automatically be time barred.)\u003C\u002Fp>\n\n\u003Cp>NOTE: Matters affecting a group of workers within a branch or a depot will\nnormally be taken up to stage 2.Both parties recognizing the importance of\nvoluntary settlement of disputes in the interest of good industrial relations\nagree that no dispute shall be reported to the Ministry of Labour, the\nIndustrial Court or other outside parties until the above grievance procedure\nhas been exhausted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.24 PROTECTIVE CLOTHING.\u003C\u002Fh3>\n\n\u003Cp>The provision of the Occupational, Safety and Health Act 2007 shall\napply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.25 UNIFORMS.\u003C\u002Fh3>\n\n\u003Cp>Where in the opinion of the employer, uniforms are necessary, such uniforms\nshall be provided by the employer.The type and style of uniforms shall be\ndecided by the employer taking into account local conditions, subject to the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>1.The uniforms shall always be worn and used during working hours.\u003C\u002Fp>\n\n\u003Cp>2. The uniforms will remain the property of the employer until they are\nreplaced.\u003C\u002Fp>\n\n\u003Cp>3. The employer will maintain such uniforms(laundry and normal repairs)but\nloss or willful damage by the employee will be charged to the employee for\nreplacement or repair as the case may be.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.26 CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>The company agrees to give any employee at the time of leaving the company\ncertificate of service specifying:\u003C\u002Fp>\n\n\u003Cp>a) Name.\u003C\u002Fp>\n\n\u003Cp>b) Date of engagement.\u003C\u002Fp>\n\n\u003Cp>c) Date of leaving the company.\u003C\u002Fp>\n\n\u003Cp>d) Salary at the time of leaving the company.\u003C\u002Fp>\n\n\u003Cp>e) Position last held.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.27 STOPPAGE OF WORK\u003C\u002Fh3>\n\n\u003Cp>(a) The company and the union recognize that the economic wellbeing of the\ncompany and their employees is dependent upon the maintenance of harmonious\nrelations and industrial peace. Therefore, with full cognizance of their\nresponsibilities, the companies and the union agree that in any matter\nexplicitly agreed in this document or the interpretation or application of this\nagreement or in respect of any other matter which may arise but which is not\nreferred to in this agreement; they will enter into conciliatory discussion\nwith the object of endeavouring to seek a settlement satisfactorily to both and\nuntil this discussions have been exhausted. Without results no arbitrary action\ndesigned to bring about stoppage of work will be taken either by the Companies\nor the Union.\u003C\u002Fp>\n\n\u003Cp>(b) If in spite of their best endeavour to reach a mutually satisfactory\nsettlement the Company and the Union fail to do so, and as a consequence either\nparty decides that a stoppage shall occur, the procedure as laid down in the\nLabour Relations Act 2007 will be followed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART 2.\u003C\u002Fh2>\n\n\u003Cp>Containing the clauses applicable to all unionisable employees and common to\nall companies except where otherwise indicated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-1 DEDUCTIONS.\u003C\u002Fh3>\n\n\u003Cp>Deductions for unauthorized absence or unpaid leave of absence will be made\non basic salary divided by 173 times the hours absent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-2 CASUAL EMPLOYEE.\u003C\u002Fh3>\n\n\u003Cp>The company agrees that casual employee will normally be employed for a\nmaximum period of one continuous month’s service. Casuals will be paid at the\nappropriate rate for established job categories.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-3 MINIMUM SALARIES.\u003C\u002Fh3>\n\n\u003Cp>The minimum basic salary for each category will be as laid down in single\njob structure categorization schedules.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-4 PROBATION PERIOD.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>All unionisable employees shall be considered to be on probationary period\nfor six months of their appointment with the company. During this period,\neither the Companies or the Employees may give the other one months notice of\nintention to terminate employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-5 ACTING APPOINTMENT\u002FALLOWANCE (Not applicable to K.P.R.L)\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to act in a position of a higher category for\na period of not less than ten working days ,he will be entitled to be paid for\nthat period an acting allowance equivalent to the difference between the agreed\nminimum of the higher category and the minimum of his present category divided\nby 30 times the number of days acted.\u003C\u002Fp>\n\n\u003Cp>Where such acting appointment is as a result of resignation, dismissal or\npermanent transfer, the employee acting continuously in that position for at\nleast 3 months shall be confirmed in the position.\u003C\u002Fp>\n\n\u003Cp>If the acting appointment falls outside union representation, an acting\nallowance of shs.573.00 inclusive per working day will be paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-6 CHAUFFEUR ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The rate of pay for Chauffeurs includes an element to compensate for\nirregular and extra hours worked. No overtime payments will therefore be made\nto them. They will, however, receive an allowance of shs.5,000\u002F= per month. The\nallowance will not be paid when the employee is absent from work through being\nsick, on leave or for any other reason whatsoever.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-7 HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cp>a) Non Shift Employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall be 40 hours. This is exclusive of such times\nas the companies may set aside for meal times. The hours of presentation to and\ndeparture from work shall be determined locally by the Companies and may be\nchanged to meet operational requirements by the Companies giving one month’s\nnotice to the Union of the decision to make a change.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Shift Employees.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>The average working week for shift employees shall be 40 hours. The\ncompanies shall allocate such shift employees to a roaster of shift to meet\nlocal requirements. It is recognized that because of the incidence of shift\nroasters the rest day of such employees may not coincide with the normal rest\nday of Sunday. In order to ensure continuity of operations, all shift employees\nshall remain on duty until relieved by the succeeding shift or until permitted\nby the supervisor in charge.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-8 OVERTIME\u003C\u002Fh3>\n\n\u003Cp>(i) Non-Shift Employees.\u003C\u002Fp>\n\n\u003Cp>Unionisable employees required to work in excess of 40 hours per week shall\nreceive payment for such time at the following rates:-\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>The overtime rate shall be:-\u003C\u002Fp>\n\n\u003Cp>Monday to Saturday (inclusive) – Excess hours x one and a half x\u003C\u002Fp>\n\n\u003Cp>Month’s basic salary divided by 173.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>Sunday and Gazetted Public Holidays – Excessive hours x 2 x month’s\nbasic salary divided by 173.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Only periods in excess of half an hour on any one occasion will count\ntowards excess hours.\u003C\u002Fp>\n\n\u003Cp>(ii) Shift Employees.\u003C\u002Fp>\n\n\u003Cp>Shift employees will qualify for overtime only for:\u003C\u002Fp>\n\n\u003Cp>(a) Work performed in excess of the stipulated daily shift\u003C\u002Fp>\n\n\u003Cp>(b) Work performed on allocated rest days or Gazetted Public Holidays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-9 PERMANENT TRANSFER:\u003C\u002Fh3>\n\n\u003Cp>(a) All employees undertake as a condition of employment to work anywhere in\nKenya for the companies or their associates. Companies will, however, take\nindividual circumstances into account both before and after transfer.\u003C\u002Fp>\n\n\u003Cp>(b) The companies agree to reimburse to an employee on production of tickets\ntransportation expenses incurred in connection with a permanent transfer\ncovering the employee, his wife, his children and household effects. Unless\npermitted by the company the employee will be expected to travel by bus or any\nother cheaper service transport.\u003C\u002Fp>\n\n\u003Cp>(c) The Companies agree to assist employees when they are permanently\ntransferred to a new location by paying a “transfer allowance” amounting to\ntwo month’s basic wages.\u003C\u002Fp>\n\n\u003Cp>(d)Further, if an employee is transferred to any place outside the\nboundaries of Kenya he shall not suffer any loss of benefit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2-10 JOB PROGRESSION: (Not applicable to KPRL).\u003C\u002Fh3>\n\n\u003Cp>The following job progression programme has been agreed upon for the job\ncategories listed below:-\u003C\u002Fp>\n\n\u003Cp>i. Artisans\u003C\u002Fp>\n\n\u003Cp>ii. Fitters\u003C\u002Fp>\n\n\u003Cp>iii. Carpenters\u003C\u002Fp>\n\n\u003Cp>iv. Drivers\u003C\u002Fp>\n\n\u003Cp>v. Pump Mechanics\u003C\u002Fp>\n\n\u003Cp>vi. Motor Vehicle Mechanics\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Artisans.\u003C\u002Fp>\n\n\u003Cp>Category.................Title\u003C\u002Fp>\n\n\u003Cp>1 .............................Painter\u002FWelder II\u002FArtisan class D.\u003C\u002Fp>\n\n\u003Cp>2..............................Painter\u002FWelder I\u002FArtisan class C.\u003C\u002Fp>\n\n\u003Cp>3............................. Artisan class A\u002FB\u003C\u002Fp>\n\n\u003Cp>4............................. Leading\u002FCharge band Artisan\u003C\u002Fp>\n\n\u003Cp>5............................. Senior Charge hand Artisan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualification Standards for Artisans\u003C\u002Fp>\n\n\u003Cp>Artisan Class D (category 1) – this is the recruitment grade. Promotion\nwill in all cases depend upon all of the following factors, taken together:-\u003C\u002Fp>\n\n\u003Cp>(a) Existence of a vacancy in the next higher grades;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A minimum of five years experience in the grade from which the employee\nis being promoted. Provided that at the Management’s discretion the employee\nconcerned could be considered for promotion before completion of this\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) A record of above average performance covering at least the previous\nthree years prior to the proposed date of promotion. In addition to the above,\nthe employee concerned must possess the appropriate Government Trade Test\nCertificate as indicated below before he\u002Fshe is promoted into the following\ngrades:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I. From Cat. 1 to Cat. 2 – .......................Trade Test. III\u003C\u002Fp>\n\n\u003Cp>II. From Cat. 2 to Cat. 3 – ......................Trade Test. II\u003C\u002Fp>\n\n\u003Cp>III. From Cat. 3 to Cat. 4 – .....................Trade Test I\u003C\u002Fp>\n\n\u003Cp>IV. Promotion from Cat. 5 Minimum of KCSE or equivalent and Ordinary\nNational Diploma or equivalent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The companies may, in lieu of Government Trade Test, OND or KCSE. examine\naspiring candidates in their own employment for purposes of determining whether\nthese employees qualify for promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii)Fitters\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Category........................... Title.\u003C\u002Fp>\n\n\u003Cp>1......................................... Fitter III\u003C\u002Fp>\n\n\u003Cp>2.......................................... Fitter II\u003C\u002Fp>\n\n\u003Cp>3...........................................Fitter I\u003C\u002Fp>\n\n\u003Cp>4........................................... Leading\u002FCharge hand Fitter\u003C\u002Fp>\n\n\u003Cp>5............................................. Senior\u002FCharge hand Fitter\u003C\u002Fp>\n\n\u003Cp>Qualification standards for fitters.\u003C\u002Fp>\n\n\u003Cp>Fitter III (Cat. 1) – this is the recruitment grade. Promotion will in all\ncases depend upon all of the following factors, taken together :-\u003C\u002Fp>\n\n\u003Cp>(a) Existence of a vacancy in the next higher grade;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b )A minimum of five years experience in the grade from which the employee\nis being promoted, provided that, at management’s discretion, the employee\nconcerned could be considered for promotion before completion of this\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.From Cat. 1 to Cat. 2 – .............................Trade Test III.\u003C\u002Fp>\n\n\u003Cp>ii.From Cat. 2 to Cat. 3 –............................. Trade Test II.\u003C\u002Fp>\n\n\u003Cp>iii.From Cat. 3 to Cat. 4 –.............................. Trade Test I.\u003C\u002Fp>\n\n\u003Cp>iv.Promotion from category 5- Minimum KCSE or equivalent ordinary National\nDiploma or Equivalent.\u003C\u002Fp>\n\n\u003Cp>The companies may, in lieu of Government Trade Test. OND or KCSE examine\naspiring candidates in their own employment for purposes of determining whether\nthese employees quality for promotion.\u003C\u002Fp>\n\n\u003Cp>(iii) Carpenters.\u003C\u002Fp>\n\n\u003Cp>Category..........................Title\u003C\u002Fp>\n\n\u003Cp>1 ..................................Carpenter III\u003C\u002Fp>\n\n\u003Cp>2.................................... Carpenter II\u003C\u002Fp>\n\n\u003Cp>3 .....................................Carpenter I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualification standards for Carpenters\u003C\u002Fp>\n\n\u003Cp>Carpenter III (Cat. I) – this is the recruitment grade. Promotion will in\nall cases depend upon the following factors, taken together:-\u003C\u002Fp>\n\n\u003Cp>(a) Existence of a vacancy in the next higher grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A minimum of five years experience in the grade from which the employee\nis being promoted, provided that at the management’s discretion the employee\nconcerned could be considered for promotion before completion of this\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) A record of above average performance covering at least the previous\nthree years prior to the proposed date of promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition to the above, the employee concerned must possess the\nappropriate Government Trade Certificate as indicated below before he is\npromoted into the following grades:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I. From Cat. 1 to Cat. 2 – ...........................Trade Test III\u003C\u002Fp>\n\n\u003Cp>II. From Cat. 2 to Cat. 3 –.......................... Trade Test II\u003C\u002Fp>\n\n\u003Cp>III.Promotion to Cat. 3 -............................... Trade Test I\u003C\u002Fp>\n\n\u003Cp>The companies may, in lieu of Government Trade Test, examine aspiring\ncandidates in their own employment for purposes of determining whether or not\nthese employees qualify for promotion.\u003C\u002Fp>\n\n\u003Cp>(iv) Drivers.\u003C\u002Fp>\n\n\u003Cp>Category............................Title\u003C\u002Fp>\n\n\u003Cp>1.........................................L.D.V. Driver II\u002FI and L.P.G. Bulk\nDriver II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2 .......................................L.D.V Driver I, Chauffeur I and HDV\nDriver (3 tons and over)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.......................................... HDV (Articulated)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualification Standards for Drivers\u003C\u002Fp>\n\n\u003Cp>Drivers will be recruited in Cat. 1. Promotion will in all cases depend upon\nall the following factors, taken together:-\u003C\u002Fp>\n\n\u003Cp>(a) Existence of a vacancy in the next higher grade.\u003C\u002Fp>\n\n\u003Cp>(b) A minimum of five years experience in the grade from which the employee\nis being promoted, provided that at the management’s discretion the employee\nconcerned for promotion before completion of this period.\u003C\u002Fp>\n\n\u003Cp>In addition to the above, the employee concerned must demonstrate improved\nproficiency in his driving standards, including some elementary knowledge of\nvehicle maintenance. In order to determine whether or not such an employee\nshould be promoted as outlined above, the Company concerned may also require\nthe employees to be examined either internally by the company itself, a\ngovernment institution, or the Automobile Association of Kenya in preparation\nfor which the employee will have received training at the expense of the\ncompany.\u003C\u002Fp>\n\n\u003Cp>(v) Pump Mechanics\u003C\u002Fp>\n\n\u003Cp>Category.................................Title\u003C\u002Fp>\n\n\u003Cp>1...............................................Pump Mechanic III\u003C\u002Fp>\n\n\u003Cp>2...............................................Pump Mechanic II\u003C\u002Fp>\n\n\u003Cp>3...............................................Pump Mechanic I\u003C\u002Fp>\n\n\u003Cp>4...............................................Leading\u002FCharge hand Pump\nMechanic\u003C\u002Fp>\n\n\u003Cp>5...............................................Senior Charge Hand Pump\nMechanic\u003C\u002Fp>\n\n\u003Cp>Qualification Standards for Pump Mechanics\u003C\u002Fp>\n\n\u003Cp>Pump Mechanics III (Cat. I) – this is the recruitment grade. Promotion\nwill in all cases depend upon all of the following factors, taken together:-\u003C\u002Fp>\n\n\u003Cp>(a) Existence of vacancy in the next higher grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A minimum of five years experience in the grade from which the employee\nis being promoted, provided that at the Management’s discretion the employee\nconcerned could be considered for promotion before completion of this\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) A record of above average performance covering at least the previous\nthree years prior to the proposed date of promotion. In addition to the above,\nthe employee concerned must posses the appropriate Government Trade Test\nCertificate as indicated below before he is promoted in the following\ngrades:_\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I.From Cat. 1 to Cat. 2 –,,,,,,,,,,,,,,,,,,,,,,,,, Trade Test III\u003C\u002Fp>\n\n\u003Cp>II.From Cat. 2 to Cat. 3 –,,,,,,,,,,,,,,,,,,,,,,,,,, Trade Test II\u003C\u002Fp>\n\n\u003Cp>III.From Cat. 3 to Cat. 4 –,,,,,,,,,,,,,,,,,,,,,,,,,, Trade Test I\u003C\u002Fp>\n\n\u003Cp>Promotion from Cat.5 – Minimum of K.C.S.E “O” Level or equivalent, an\nOrdinary National Diploma or equivalent.\u003C\u002Fp>\n\n\u003Cp>The companies may in lieu of Government Trade Test, OND or KCSE, examine\naspiring candidates in their own employment for purposes of determining whether\nthese employees qualify for promotion.\u003C\u002Fp>\n\n\u003Cp>(vi) Motor Vehicle Mechanics.\u003C\u002Fp>\n\n\u003Cp>Category.......................................Title\u003C\u002Fp>\n\n\u003Cp>1.............................................Motor Vehicle Mechanics III\u003C\u002Fp>\n\n\u003Cp>2.............................................Motor Vehicle Mechanics II\u003C\u002Fp>\n\n\u003Cp>3.............................................Motor Vehicle Mechanics I\u003C\u002Fp>\n\n\u003Cp>4.............................................Leading\u002FCharge hand Motor\nVehicle Mechanic\u003C\u002Fp>\n\n\u003Cp>5.............................................Senior Charge hand Motor\nVehicle Mechanic\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualification Standards for Motor Vehicle Mechanics\u003C\u002Fp>\n\n\u003Cp>Motor Vehicle Mechanics III (Cat. I) – this is the recruitment grade\nPromotion will in all cases depend upon all of the following factors, taken\ntogether:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Existence of a vacancy in the next higher grade:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A minimum of five years experience in the grade from which the employee\nis being promoted, provided that at the Management’s discretion the employee\nconcerned could be considered for promotion before completion of this\nperiod;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) A record of above performance covering at least the previous three years\nprior to the proposed date of promotion. In addition to the above, the employee\nconcerned must possess the appropriate Government trade Test Certificate as\nindicated below before he is promoted into the following grades:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I.From Cat. 1 to Cat. 2 –............................ Trade Test III\u003C\u002Fp>\n\n\u003Cp>II.From Cat. 2 to Cat. 3 –............................ Trade Test II\u003C\u002Fp>\n\n\u003Cp>III.From Cat. 3 to Cat. 4 – ..........................Trade Test I\u003C\u002Fp>\n\n\u003Cp>IV.Promotion from Cat. 5 –......................... Minimum of KCSE\n“O” Level or equivalent and ordinary National Diploma or equivalent.\u003C\u002Fp>\n\n\u003Cp>The Companies may, in lieu of Government Trade Test; OND or K.C.S.E, examine\naspiring candidates in their own employment for purposes of determining whether\nthese employees qualify for promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vii) Laboratory Tester\u003C\u002Fp>\n\n\u003Cp>Category............................................ Title\u003C\u002Fp>\n\n\u003Cp>2.......................................................Trainer Laboratory\nTester\u003C\u002Fp>\n\n\u003Cp>3.......................................................Assistant Laboratory\nTester\u003C\u002Fp>\n\n\u003Cp>4.......................................................Laboratory\nTechnician II\u003C\u002Fp>\n\n\u003Cp>5.......................................................Laboratory\nTechnician I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The Normal entry point for this stream will be as Trainee Laboratory\nTester in Category 2.\u003C\u002Fp>\n\n\u003Cp>2.The normal progression will be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) After one year’s satisfactory service and subject to passing\nGovernment Trade Test III or equivalent and subject to selection, the trainee\nwill be promoted to assistant Laboratory Tester in Category 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) After two years satisfactory service and passing Government Trade Test\nII or equivalent and subject to selection, the Assistant Laboratory Tester will\nbe promoted to Laboratory Technical II (Category 4).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) After a further two years satisfactory service and passing Government\nTrade Test I or equivalent and subject to vacancies and selection, promotion\nwill be to a Laboratory Technician I in Category 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART III.\u003C\u002Fh2>\n\n\u003Cp>Containing additional clauses applicable to Unionisable employees of the\nKenya Petroleum Refineries Limited.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3-1 ACTING APPOINTMENT\u002FALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to perform work of a higher category than his\nown for a period of not less than one day, he will be entitled to be paid for\nthat period an acting allowance equivalent to the difference between the agreed\nminimum of the higher category and the minimum of his present category divided\nby 30 times the number of days acted.\u003C\u002Fp>\n\n\u003Cp>If the acting appointment falls outside Union representation, an acting\nallowance of Shs.573.00 inclusive per working day will be paid.\u003C\u002Fp>\n\n\u003Cp>When such acting appointment is as a result of resignation or dismissal, the\nemployee acting continuously in the position for at least 2 months shall be\nconfirmed in the position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3-2 CALL DUTY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Employees on call duty will be paid Shs.4,000\u002F= per occasion of seven days\nduration in accordance with duty roster.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3-3 JOB PROGRESSION\u003C\u002Fh3>\n\n\u003Cp>(i) Refinery Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Title .........................................................Category\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Trainee Refinery Operator.............................2\u003C\u002Fp>\n\n\u003Cp>Assistant Refinery Operator...........................3\u003C\u002Fp>\n\n\u003Cp>Refinery Operator............................................4\u003C\u002Fp>\n\n\u003Cp>Operations Technician.....................................5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The normal entry point for this stream will be as Trainee Refinery\nOperator in Category 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.After two years satisfactory service subject to selection, the Assistant\nRefinery Operator will be promoted to Refinery Operator in Category 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.After a further two years satisfactory service and subject to vacancies\nand selection, the Refinery Operator will be promoted to operations technician\nin Category 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Grease Plant Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Title...........................................................................Category\u003C\u002Fp>\n\n\u003Cp>Trainee Grease Plant Operator....................................... 2\u003C\u002Fp>\n\n\u003Cp>Assistant grease Plant Operator .....................................3\u003C\u002Fp>\n\n\u003Cp>Grease Plant Operator.....................................................\n4\u003C\u002Fp>\n\n\u003Cp>Grease Plant Technician\n..................................................5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The normal entry point for this stream will be as a Trainee Grease\nOperator in Category 2. After one year’s service and subject to\nselection\u002Ftest, the Trainee will be promoted to Assistant Refinery Operator in\nCategory 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.After two years satisfactory service and subject to selection, the\nAssistant Refinery Operator will promoted to Grease Operator in Category 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.After a further two years satisfactory service and subject to vacancies\nand selection, the Grease Operator will be promoted to Grease Plant Technician\nin Category 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Refinery Craftsman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Title...................................................................Category\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Refinery Craftsman III................................................2\u003C\u002Fp>\n\n\u003Cp>Refinery Craftsman II.................................................3\u003C\u002Fp>\n\n\u003Cp>Refinery Craftsman I..................................................4\u003C\u002Fp>\n\n\u003Cp>Engineering Technician............................................5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Entry point into this stream will normally be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Those holding completed crafts apprenticeship will enter as Refinery\nCraftsman III in Category 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Those holding completed crafts apprenticeship plus KPRL or Government\nTrade Test II in their principle trade will enter as Refinery Craftsman II in\ncategory 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.The following will be the progression after entry:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) After one year satisfactory service and subject to passing a KPRL or\nGovernment Trade Test II in their principle trade and subject to selection,\npromotion will be to Refinery Craftsman II.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) After two years satisfactory service plus KPRL or Government Trade Test\nI in their principle trade and subject to selection; promotion will be to\nRefinery Craftsman I in category 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) After a further two years satisfactory service and subject to vacancies\nand selection, promotion will be to Engineering Technician in Category 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Laboratory Tester\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Title...............................................................Category\u003C\u002Fp>\n\n\u003Cp>Trainee Laboratory Tester...................................2\u003C\u002Fp>\n\n\u003Cp>Assistant Laboratory Tester.................................3\u003C\u002Fp>\n\n\u003Cp>Laboratory Tester..................................................4\u003C\u002Fp>\n\n\u003Cp>Laboratory Technicians........................................5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Normal entry point for this stream will be as Trainee Laboratory Tester in\nCategory 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.The normal progression will be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) After one year’s satisfactory service and subject to passing KPRL\nTrade Test III and selection, the trainee will be promoted to Assistant\nLaboratory Tester in Category 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) After two years’ of satisfactory service and subject to passing KPRL\nTrade Test II and subject to selection, the Assistant Laboratory Tester will be\npromoted to Laboratory Technician II in Category 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) After further two years’ satisfactory service and subject to passing\nKPRL Trade Test I and subject to vacancies and selection, promotion will be to\nLaboratory Technician I in Category 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v)Drivers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Title...................................................Category\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LDV Driver II\u002F1 .....................................2\u003C\u002Fp>\n\n\u003Cp>Assistant Laboratory Tester................. 3\u003C\u002Fp>\n\n\u003Cp>Laboratory Tester................................. 4\u003C\u002Fp>\n\n\u003Cp>Laboratory Technician........................... 5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualification standards for Drivers\u003C\u002Fp>\n\n\u003Cp>Drivers will be recruited in category 1. Promotions will in all cases depend\nupon all of the following factors, taken together:-\u003C\u002Fp>\n\n\u003Cp>(a) Existence of a vacancy in the next higher grade:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A minimum of five years experience in his grade from which the employee\nis being promoted provided that the Management’s discretion the employee\nconcerned could be considered for promotion before completion of this\nperiod;\u003C\u002Fp>\n\n\u003Cp>In addition to the above, the employee concerned must demonstrate improved\nproficiency in his driving standards, including some elementary knowledge of\nvehicle maintenance. In order to determine whether or not such an employee\nshould be promoted as outlined above, the Company concerned may also require\nthe employee to be examined either internally by the Company itself, a\ngovernment institution, or the Automobile Association of Kenya in preparation\nfor which the employee will have received training at the expense of the\ncompany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED at NAIROBI this ___________________day of_______________________\u003C\u002Fp>\n\n\u003Cp>TWO THOUSAND AND THIRTEEN\u003C\u002Fp>\n\n\u003Cp>For and on behalf of MEMBER COMPANIES OF THE J.I.C OF THE OIL\u003C\u002Fp>\n\n\u003Cp>INDUSTRY IN KENYA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Kenya Petroleum Refineries Limited____________________\u003C\u002Fp>\n\n\u003Cp>MARTIN WAHOME\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Total Kenya Limited____________________\u003C\u002Fp>\n\n\u003Cp>IRENE MUINDE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Colas East Africa____________________\u003C\u002Fp>\n\n\u003Cp>SAMMY NGAYAI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of:\u003C\u002Fp>\n\n\u003Cp>KENYA PETROLEUM OIL WORKERS’ UNION ____________________\u003C\u002Fp>\n\n\u003Cp>GILBERT AMOLO\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Witnessed by:_____________________ MAUREEN MICHAEL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BEFORE ME\u003C\u002Fp>\n\n\u003Cp>………………………………………\u003C\u002Fp>\n\n\u003Cp>ABISAI O AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART FOUR: SALARY AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>a. PREAMBLE\u003C\u002Fp>\n\n\u003Cp>The Oil Company members of the Joint Industrial Council (hereinafter\nreferred to as “The Companies”), and the Kenya Petroleum Oil Workers’\nUnion, (hereinafter referred to as “The Union”), meeting in the spirit of\nmutual respect and co-operation and in affirming:-\u003C\u002Fp>\n\n\u003Cp>4-1 That the excellent Industrial relations situation existing at the moment\nis a matter of great satisfaction to both parties:\u003C\u002Fp>\n\n\u003Cp>4-2 That strike action, go slow, indiscipline and lack of sense of\ncommitment to work on the part of employee, on the one hand, and on the other,\nany form of unfair and restrictive labour practice, lockout and failure by\ncompanies to recognize the relative individual and collective contributions of\nworkers to the economic well being of the companies are not conducive to\nharmonious relations between the parties:\u003C\u002Fp>\n\n\u003Cp>4-3 That the parties will make every effort to resolve all their differences\namicably and without resorting to unlawful or unofficial strike action or\nlock-out;\u003C\u002Fp>\n\n\u003Cp>4-4 That only through increased productivity can the continued survival and\nproperty of the Companies be assured;\u003C\u002Fp>\n\n\u003Cp>4-5 That without this prosperity the overall economic welfare of the\ncompanies and employees cannot be improved;\u003C\u002Fp>\n\n\u003Cp>4-6 That the companies have a special responsibility in initiating measures\nto effect increased labour productivity.\u003C\u002Fp>\n\n\u003Cp>4-7 That the progression in wages and salaries should be such that it\nencourages labour stability and ensures the continued employment by the\ncompanies of highly skilled efficient and motivated work force, NOW THEREFORE\nREACH the following AGREEMENT in respect of:\u003C\u002Fp>\n\n\u003Cp>4-8 Basic Salaries rates for Unionisable Staff Employees;\u003C\u002Fp>\n\n\u003Cp>4-9 Collective Bargaining Agreement:\u003C\u002Fp>\n\n\u003Cp>4-10 Interrupting the existing Agreement as per 4:8 and 4:9 above:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART FIVE: CONDITIONS GOVERNING UNIONISABLE EMPLOYEES SALARIES.\u003C\u002Fh2>\n\n\u003Cp>5-1 Salary Range.\u003C\u002Fp>\n\n\u003Cp>The salary range structure shown in schedules headed “Single Job Structure\nCategorization” will be used solely for the purpose of recruitment and\nOptional Performance Increments.\u003C\u002Fp>\n\n\u003Cp>5-2 General Salary Increase\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>Basic and individual wage rates for established jobs will be increased based\non the following Negotiated percentages:-\u003C\u002Fp>\n\n\u003Cp>Upper Income Group – 7.5% for 2013\u003C\u002Fp>\n\n\u003Cp>7.5% for 2014\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5-3 Optional Performance Increment\u003C\u002Fp>\n\n\u003Cp>In addition to the General Salary Increases, Companies may use their own\ndiscretion to grant optional Performance Increment to those employees who in\nthose Companies’ opinion may deserve such increment on the basis of\nemployee’s exemplary performance and application to work. Such increment will\nbe effective on the 1st January of each year of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED AT NAIROBI this ______________day of___________________\u003C\u002Fp>\n\n\u003Cp>TWO THOUSAND AND THIRETEEN\u003C\u002Fp>\n\n\u003Cp>For and on behalf of MEMBER COMPANIES OF THE J.I.C OF THE OIL INDUSTRY IN\nKENYA\u003C\u002Fp>\n\n\u003Cp>1.Kenya Petroleum Refineries Limited_________________\u003C\u002Fp>\n\n\u003Cp>MARTIN WAHOME\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Total Kenya Limited____________________________\u003C\u002Fp>\n\n\u003Cp>IRENE MUINDE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Colas East Africa______________________\u003C\u002Fp>\n\n\u003Cp>SAMMY NGUYAI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of:\u003C\u002Fp>\n\n\u003Cp>KENYA PETROLEUM OIL WORKERS’____________________________\u003C\u002Fp>\n\n\u003Cp>UNIONGILBERT AMOLO\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Witnessed by:_____________________ MAUREEN MICHAEL\u003C\u002Fp>\n\n\u003Cp>BEFORE ME\u003C\u002Fp>\n\n\u003Cp>………………………………………\u003C\u002Fp>\n\n\u003Cp>ABISAI O AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cp>SINGLE JOB STRUCTURE BASIC SALARY RANGES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CATEGORY 1\u003C\u002Fp>\n\n\u003Cp>Job Titles\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>***MARKETERS\u003C\u002Fp>\n\n\u003Cp>General Hand\u003C\u002Fp>\n\n\u003Cp>Bunkering Hand\u003C\u002Fp>\n\n\u003Cp>Tin\u002FJerry Can Filing Machine Operator\u003C\u002Fp>\n\n\u003Cp>Pump Mechanic III\u003C\u002Fp>\n\n\u003Cp>MessengerForklift Truck Operator\u003C\u002Fp>\n\n\u003Cp>Motor Vehicle Mechanic IIILDV \u003C\u002Fp>\n\n\u003Cp>Fitter III\u003C\u002Fp>\n\n\u003Cp>LOBP Drum Filling Hand\u003C\u002Fp>\n\n\u003Cp>Carpenter III\u003C\u002Fp>\n\n\u003Cp>Road\u002FRail Tanker\u002FR.T.W.\u003C\u002Fp>\n\n\u003Cp>Discharging Hand\u003C\u002Fp>\n\n\u003Cp>LPG\u002FBitumen\u002FChemical Blending Hand\u003C\u002Fp>\n\n\u003Cp>Painter\u002FWelder II\u003C\u002Fp>\n\n\u003Cp>Machine Operator III\u003C\u002Fp>\n\n\u003Cp>Office Assistant\u003C\u002Fp>\n\n\u003Cp>LPG Bulk Driver II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>******KPRL\u003C\u002Fp>\n\n\u003Cp>Laboratory Attendant\u003C\u002Fp>\n\n\u003Cp>Gatekeeper\u003C\u002Fp>\n\n\u003Cp>Stores Hand\u003C\u002Fp>\n\n\u003Cp>Messenger\u003C\u002Fp>\n\n\u003Cp>Driver II\u002FI\u003C\u002Fp>\n\n\u003Cp>Leading Hand Bitumen\u003C\u002Fp>\n\n\u003Cp>Commissionaire\u003C\u002Fp>\n\n\u003Cp>Tool room Assistant\u003C\u002Fp>\n\n\u003Cp>Filling &Bitumen Hand\u003C\u002Fp>\n\n\u003Cp>Chemical Handler\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC SALARY AND SALARY RANGE\u003C\u002Fp>\n\n\u003Cp>1ST January 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Minimum\n\n        \u003Cp>Monthly\u003C\u002Fp>\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary Range\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Minimum Monthly\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary Range\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24,880\u003C\u002Ftd>\n      \u003Ctd>X 1338 to\n\n        \u003Cp>39,698\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>26,218\u003C\u002Fp>\n\n        \u003Cp>27,557\u003C\u002Fp>\n\n        \u003Cp>28,895\u003C\u002Fp>\n\n        \u003Cp>30,233\u003C\u002Fp>\n\n        \u003Cp>31,572\u003C\u002Fp>\n\n        \u003Cp>32,910\u003C\u002Fp>\n\n        \u003Cp>34,248\u003C\u002Fp>\n\n        \u003Cp>35,587\u003C\u002Fp>\n\n        \u003Cp>36,925\u003C\u002Fp>\n\n        \u003Cp>38,264\u003C\u002Fp>\n\n        \u003Cp>39,602\u003C\u002Fp>\n\n        \u003Cp>38,441\u003C\u002Fp>\n\n        \u003Cp>39,698\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>26,746\u003C\u002Ftd>\n      \u003Ctd>X 1439 to\n\n        \u003Cp>42,675\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>28,185\u003C\u002Fp>\n\n        \u003Cp>29,623\u003C\u002Fp>\n\n        \u003Cp>31,062\u003C\u002Fp>\n\n        \u003Cp>32,501\u003C\u002Fp>\n\n        \u003Cp>33,940\u003C\u002Fp>\n\n        \u003Cp>35,378\u003C\u002Fp>\n\n        \u003Cp>36,817\u003C\u002Fp>\n\n        \u003Cp>38,256\u003C\u002Fp>\n\n        \u003Cp>39,695\u003C\u002Fp>\n\n        \u003Cp>41,133\u003C\u002Fp>\n\n        \u003Cp>42,572\u003C\u002Fp>\n\n        \u003Cp>41,324\u003C\u002Fp>\n\n        \u003Cp>42,675\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC SALARY AND SALARY RANGE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CATEGORY 2\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Titles\u003C\u002Fp>\n\n\u003Cp>MARKETERS\u003C\u002Fp>\n\n\u003Cp>Pump Mechanics II\u003C\u002Fp>\n\n\u003Cp>H.D.V. Driver (3 tons & over)\u003C\u002Fp>\n\n\u003Cp>Trainer Technician\u003C\u002Fp>\n\n\u003Cp>Motor Vehicle Mechanic II\u003C\u002Fp>\n\n\u003Cp>Fitter II\u003C\u002Fp>\n\n\u003Cp>Carpenter II\u003C\u002Fp>\n\n\u003Cp>Painter\u002FWelder I\u003C\u002Fp>\n\n\u003Cp>product\u002FMovement Assistant\u003C\u002Fp>\n\n\u003Cp>L.P.G Bulk Driver I \u003C\u002Fp>\n\n\u003Cp>Chauffeur\u003C\u002Fp>\n\n\u003Cp>Leaner Clerk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KPRL\u003C\u002Fp>\n\n\u003Cp>Learner Clerk\u003C\u002Fp>\n\n\u003Cp>Engineering\u003C\u002Fp>\n\n\u003Cp>Trainee Refinery Operator\u003C\u002Fp>\n\n\u003Cp>Trainee Laboratory Tester\u003C\u002Fp>\n\n\u003Cp>Operations Assistant\u003C\u002Fp>\n\n\u003Cp>Trainee Grease Plant Operator\u003C\u002Fp>\n\n\u003Cp>Refinery Craftsman III\u003C\u002Fp>\n\n\u003Cp>Safety Attendant\u003C\u002Fp>\n\n\u003Cp>Product Assistant\u003C\u002Fp>\n\n\u003Cp>HDV Driver\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1ST January 2013\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1st January 2014\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minimum\n\n        \u003Cp>Monthly\u003C\u002Fp>\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Minimum\n\n        \u003Cp>Monthly\u003C\u002Fp>\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary Range\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32,690\u003C\u002Ftd>\n      \u003Ctd>X 1637 to\n\n        \u003Cp>53,974\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>34,327\u003C\u002Fp>\n\n        \u003Cp>35,964\u003C\u002Fp>\n\n        \u003Cp>37,601\u003C\u002Fp>\n\n        \u003Cp>39,239\u003C\u002Fp>\n\n        \u003Cp>40,876\u003C\u002Fp>\n\n        \u003Cp>42,513\u003C\u002Fp>\n\n        \u003Cp>44,150\u003C\u002Fp>\n\n        \u003Cp>45,787\u003C\u002Fp>\n\n        \u003Cp>47,425\u003C\u002Fp>\n\n        \u003Cp>49,062\u003C\u002Fp>\n\n        \u003Cp>50,699\u003C\u002Fp>\n\n        \u003Cp>52,336\u003C\u002Fp>\n\n        \u003Cp>53,974\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>X 1760to\n\n        \u003Cp>58,022\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>36,901\u003C\u002Fp>\n\n        \u003Cp>38,661\u003C\u002Fp>\n\n        \u003Cp>40,421\u003C\u002Fp>\n\n        \u003Cp>42,181\u003C\u002Fp>\n\n        \u003Cp>43,941\u003C\u002Fp>\n\n        \u003Cp>45,702\u003C\u002Fp>\n\n        \u003Cp>47,462\u003C\u002Fp>\n\n        \u003Cp>49,222\u003C\u002Fp>\n\n        \u003Cp>50,982\u003C\u002Fp>\n\n        \u003Cp>52,742\u003C\u002Fp>\n\n        \u003Cp>54,502\u003C\u002Fp>\n\n        \u003Cp>56,262\u003C\u002Fp>\n\n        \u003Cp>58,022\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CATEGORY 3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Titles\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MARKETERS\u003C\u002Fp>\n\n\u003Cp>Pump Mechanic I\u003C\u002Fp>\n\n\u003Cp>Fitter I\u003C\u002Fp>\n\n\u003Cp>Carpenter I\u003C\u002Fp>\n\n\u003Cp>Assistant\u003C\u002Fp>\n\n\u003Cp>Machine Operator II\u003C\u002Fp>\n\n\u003Cp>HDV Driver (Articulated)\u003C\u002Fp>\n\n\u003Cp>Motor Vehicle Mechanic I\u003C\u002Fp>\n\n\u003Cp>Junior Clerk\u003C\u002Fp>\n\n\u003Cp>Technician \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KPRL\u003C\u002Fp>\n\n\u003Cp>Junior Clerk\u003C\u002Fp>\n\n\u003Cp>HDV Driver (Articulated)\u003C\u002Fp>\n\n\u003Cp>Stores Clerk\u002FWarehouse\u003C\u002Fp>\n\n\u003Cp>Assistant Laboratory\u003C\u002Fp>\n\n\u003Cp>Assistant Grease Operator\u003C\u002Fp>\n\n\u003Cp>Assistant Engineering\u003C\u002Fp>\n\n\u003Cp>Refinery Craftsman II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC SALARY AND SALARY RANGE\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1st January 2013\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">1st January 2014\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minimum\n\n        \u003Cp>Monthly\u003C\u002Fp>\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary Range\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Minimum\n\n        \u003Cp>Monthly\u003C\u002Fp>\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary Range\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>40,736\u003C\u002Ftd>\n      \u003Ctd>X2037 to\n\n        \u003Cp>67,219\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>42,773\u003C\u002Fp>\n\n        \u003Cp>44,810\u003C\u002Fp>\n\n        \u003Cp>46,847\u003C\u002Fp>\n\n        \u003Cp>48,885\u003C\u002Fp>\n\n        \u003Cp>50,922\u003C\u002Fp>\n\n        \u003Cp>52,959\u003C\u002Fp>\n\n        \u003Cp>54,996\u003C\u002Fp>\n\n        \u003Cp>57,034\u003C\u002Fp>\n\n        \u003Cp>59,070\u003C\u002Fp>\n\n        \u003Cp>61,107\u003C\u002Fp>\n\n        \u003Cp>63,144\u003C\u002Fp>\n\n        \u003Cp>65,182\u003C\u002Fp>\n\n        \u003Cp>67,219\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>43791\u003C\u002Ftd>\n      \u003Ctd>X2189 to\n\n        \u003Cp>72,260\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>45,981\u003C\u002Fp>\n\n        \u003Cp>48,170\u003C\u002Fp>\n\n        \u003Cp>50,359\u003C\u002Fp>\n\n        \u003Cp>52,548\u003C\u002Fp>\n\n        \u003Cp>54,737\u003C\u002Fp>\n\n        \u003Cp>56,931\u003C\u002Fp>\n\n        \u003Cp>59,121\u003C\u002Fp>\n\n        \u003Cp>61,312\u003C\u002Fp>\n\n        \u003Cp>63,500\u003C\u002Fp>\n\n        \u003Cp>65,690\u003C\u002Fp>\n\n        \u003Cp>67,880\u003C\u002Fp>\n\n        \u003Cp>70,070\u003C\u002Fp>\n\n        \u003Cp>72,260\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CATEGORY 4\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Titles\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MARKETERS\u003C\u002Fp>\n\n\u003Cp>Charge hand leading Artisan\u003C\u002Fp>\n\n\u003Cp>Charge hand leading Fitter\u003C\u002Fp>\n\n\u003Cp>Charge hand leading Pump Mechanic\u003C\u002Fp>\n\n\u003Cp>Charge leading Motor Vehicle. Mechanic\u003C\u002Fp>\n\n\u003Cp>Tank farm Assistant II\u003C\u002Fp>\n\n\u003Cp>General Clerk (depot clerk)\u003C\u002Fp>\n\n\u003Cp>Oil Clerk, Empty Packages Clerk\u003C\u002Fp>\n\n\u003Cp>Bunkering Foreman\u003C\u002Fp>\n\n\u003Cp>Operations Assistant II\u003C\u002Fp>\n\n\u003Cp>Fuelling Assistant II\u003C\u002Fp>\n\n\u003Cp>Fuelling Assistant II (Aviation)\u003C\u002Fp>\n\n\u003Cp>Machine Operator I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KPRL\u003C\u002Fp>\n\n\u003Cp>Laboratory Tester\u003C\u002Fp>\n\n\u003Cp>Grease Plant Operator\u003C\u002Fp>\n\n\u003Cp>Safety Technician I\u003C\u002Fp>\n\n\u003Cp>Draughtsman II\u003C\u002Fp>\n\n\u003Cp>Telephone Operator II\u003C\u002Fp>\n\n\u003Cp>General Clerk\u003C\u002Fp>\n\n\u003Cp>Refinery Craftsman I\u003C\u002Fp>\n\n\u003Cp>Refinery Operator\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1st January 2013\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">1st January 2014\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minimum\n\n        \u003Cp>Monthly\u003C\u002Fp>\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary Range\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Minimum\n\n        \u003Cp>Monthly\u003C\u002Fp>\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary Range\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>49,777\u003C\u002Ftd>\n      \u003Ctd>X 2236 to\n\n        \u003Cp>78,845\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>52,013\u003C\u002Fp>\n\n        \u003Cp>54,249\u003C\u002Fp>\n\n        \u003Cp>56,485\u003C\u002Fp>\n\n        \u003Cp>58,721\u003C\u002Fp>\n\n        \u003Cp>60,957\u003C\u002Fp>\n\n        \u003Cp>63,193\u003C\u002Fp>\n\n        \u003Cp>65,429\u003C\u002Fp>\n\n        \u003Cp>67,665\u003C\u002Fp>\n\n        \u003Cp>69,901\u003C\u002Fp>\n\n        \u003Cp>72,137\u003C\u002Fp>\n\n        \u003Cp>74,373\u003C\u002Fp>\n\n        \u003Cp>76,609\u003C\u002Fp>\n\n        \u003Cp>78,845\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>53,510\u003C\u002Ftd>\n      \u003Ctd>X 2404 to\n\n        \u003Cp>84758\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>55,914\u003C\u002Fp>\n\n        \u003Cp>58,317\u003C\u002Fp>\n\n        \u003Cp>60,721\u003C\u002Fp>\n\n        \u003Cp>63,125\u003C\u002Fp>\n\n        \u003Cp>65,529\u003C\u002Fp>\n\n        \u003Cp>67,932\u003C\u002Fp>\n\n        \u003Cp>70,336\u003C\u002Fp>\n\n        \u003Cp>72,740\u003C\u002Fp>\n\n        \u003Cp>75,143\u003C\u002Fp>\n\n        \u003Cp>77,547\u003C\u002Fp>\n\n        \u003Cp>79,951\u003C\u002Fp>\n\n        \u003Cp>82,354\u003C\u002Fp>\n\n        \u003Cp>84,758\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CATEGORY 5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Title\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MARKETERS\u003C\u002Fp>\n\n\u003Cp>Senior Chargehand Aritisan\u003C\u002Fp>\n\n\u003Cp>Technician\u003C\u002Fp>\n\n\u003Cp>Senior Chargehand Pump Mechanic\u003C\u002Fp>\n\n\u003Cp>Senior Chargehand Fitter\u003C\u002Fp>\n\n\u003Cp>Technician\u003C\u002Fp>\n\n\u003Cp>Senior Chargehand Motor Vehicle Mechanic\u003C\u002Fp>\n\n\u003Cp>Operation Foreman\u003C\u002Fp>\n\n\u003Cp>Tank Farm Assistant I\u003C\u002Fp>\n\n\u003Cp>Craftsman\u003C\u002Fp>\n\n\u003Cp>Fuelling Assistant I (Aviation)\u003C\u002Fp>\n\n\u003Cp>Senior Clerk (Dispatch Clerk\u002FStocks Clerk\u003C\u002Fp>\n\n\u003Cp>Cashier\u002FScheduler)\u003C\u002Fp>\n\n\u003Cp>Security Assistant\u003C\u002Fp>\n\n\u003Cp>LOBP Maintenance Technician\u003C\u002Fp>\n\n\u003Cp>Telephone Operator I\u003C\u002Fp>\n\n\u003Cp>Safety Assistant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KPRL\u003C\u002Fp>\n\n\u003Cp>Engineering\u003C\u002Fp>\n\n\u003Cp>Laboratory Technician\u003C\u002Fp>\n\n\u003Cp>Grease Plant\u003C\u002Fp>\n\n\u003Cp>Safety Technician\u003C\u002Fp>\n\n\u003Cp>Electrical Technician\u003C\u002Fp>\n\n\u003Cp>Leading Refinery\u003C\u002Fp>\n\n\u003Cp>Senior Clerk\u003C\u002Fp>\n\n\u003Cp>Craftsman Technician\u003C\u002Fp>\n\n\u003Cp>Draughtsman I\u003C\u002Fp>\n\n\u003Cp>Cashier\u003C\u002Fp>\n\n\u003Cp>Operations Technician\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC SALARY AND SALARY RANGE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">1ST January 2011\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">1st January 2014\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minimum\n\n        \u003Cp>Monthly\u003C\u002Fp>\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary Range\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Minimum\n\n        \u003Cp>Monthly\u003C\u002Fp>\n\n        \u003Cp>Salary\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Salary Range\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Shs.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>62,421\u003C\u002Ftd>\n      \u003Ctd>X 2621 to\n\n        \u003Cp>96,492\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>65,042\u003C\u002Fp>\n\n        \u003Cp>67,663\u003C\u002Fp>\n\n        \u003Cp>70,284\u003C\u002Fp>\n\n        \u003Cp>72,904\u003C\u002Fp>\n\n        \u003Cp>75,525\u003C\u002Fp>\n\n        \u003Cp>78,146\u003C\u002Fp>\n\n        \u003Cp>81,627\u003C\u002Fp>\n\n        \u003Cp>83,388\u003C\u002Fp>\n\n        \u003Cp>86,009\u003C\u002Fp>\n\n        \u003Cp>88,629\u003C\u002Fp>\n\n        \u003Cp>91,250\u003C\u002Fp>\n\n        \u003Cp>93,871\u003C\u002Fp>\n\n        \u003Cp>96,492\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>67,103\u003C\u002Ftd>\n      \u003Ctd>X 2817 to\n\n        \u003Cp>89,760\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>69,920\u003C\u002Fp>\n\n        \u003Cp>72,737\u003C\u002Fp>\n\n        \u003Cp>75,555\u003C\u002Fp>\n\n        \u003Cp>78,372\u003C\u002Fp>\n\n        \u003Cp>81,190\u003C\u002Fp>\n\n        \u003Cp>84,007\u003C\u002Fp>\n\n        \u003Cp>87,749\u003C\u002Fp>\n\n        \u003Cp>89,642\u003C\u002Fp>\n\n        \u003Cp>92,459\u003C\u002Fp>\n\n        \u003Cp>95,277\u003C\u002Fp>\n\n        \u003Cp>98,094\u003C\u002Fp>\n\n        \u003Cp>100,911\u003C\u002Fp>\n\n        \u003Cp>103,729\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\n\n            \u003C\u002Fdiv>\n            \n            \n            ",{"paidmaternityleaveduration":44,"wageincreaseperc1":48,"childcare":52,"STRUCINCR_trigger":56,"contracttrialperiod":58,"maxsicknesspayperc":62,"mealvouchersamount":66,"OVERTIME_trigger":70,"holidaysdays":74,"holidaysweeks":78,"healthcareaccess":80,"jobwagegroups":84,"healthinsurance":88,"SUNDAY_trigger":92,"ANNLEAVE_trigger":96,"coverunionsign":100,"healthandsafetypolicy":104,"overtimeallowanceperc1":108,"hourspweek":110,"contracttrial":114,"sicknesspay":116,"SCHEDULE_trigger":118,"paidpaternityleave":122,"schedulesrestpw":126,"sicknessmaxdaysnr":128,"sundayallowanceperc1":130,"annleaveallowanceamount1":132,"contractseverancepay1":134,"bankholidays1":138,"sicknessmaxdays":142,"paidmaternityleave":144,"coverunion_trigger":146,"contractseverancepay":148,"PAIDLEAV_trigger":150,"paidpaternityleaveduration":152},{"bindId":45,"name":46,"text":47},"paidmaternityleaveduration","A female employee shall be entitled to 3","A female employee shall be entitled to 3 months maternity leave with full\npay on production of the requisite medical certificate in accordance with\nsection 29 of Employment Act 2007.The employee will have an option of applying\nfor 2 months salary in advance at commencement of such leave otherwise payment\nunder this clause will be made at the end of each month of the employees\nabsence.In addition,the employee will still be entitled to her annual leave\n.",{"bindId":49,"name":50,"text":51},"wageincreaseperc1","Basic and individual wage rates for esta","Basic and individual wage rates for established jobs will be increased based\non the following Negotiated percentages:-\n\nUpper Income Group – 7.5% for 2013\n\n7.5% for 2014",{"bindId":53,"name":54,"text":55},"childcare","The companies will give consideration to","The companies will give consideration to the granting of special leave on\ncompassionate grounds on production of proof of the necessity for such\nleave.This leave will be with full pay and will not be deducted from annual\nleave entitlement. Such compassionate leave shall not in any way affect the\nemployee standing with company.",{"bindId":57,"name":50,"text":51},"STRUCINCR_trigger",{"bindId":59,"name":60,"text":61},"contracttrialperiod","All unionisable employees shall be consi","All unionisable employees shall be considered to be on probationary period\nfor six months of their appointment with the company. During this period,\neither the Companies or the Employees may give the other one months notice of\nintention to terminate employment.",{"bindId":63,"name":64,"text":65},"maxsicknesspayperc","(1) In the event of illness, absence fro","(1) In the event of illness, absence from work will be permitted for a\nperiod of up to 90 days on full pay for all employees in any one calendar year\nsubject to the following conditions:",{"bindId":67,"name":68,"text":69},"mealvouchersamount","(a) When unionisable employee is require","(a) When unionisable employee is required by the company to work outside\nhis\u002Fher work area for any period between 6.00a.m and 8.00p.m which includes\nnormal meal time, or to spend a night away from his\u002Fher base on company\nbusiness, he\u002Fshe will be paid the appropriate allowances as listed below:\n\nBreakfast...................... shs.450.00\n\nLunch............................shs650.00\n\nDinner ............................shs.800.00\n\nAccommodation............ shs.2000.00",{"bindId":71,"name":72,"text":73},"OVERTIME_trigger","The overtime rate shall be:- Monday to S","The overtime rate shall be:-\n\nMonday to Saturday (inclusive) – Excess hours x one and a half x\n\nMonth’s basic salary divided by 173.",{"bindId":75,"name":76,"text":77},"holidaysdays","(a) After 12 months continuous service, ","(a) After 12 months continuous service, all employees will be granted annual\nleave as follows:\n\nI. 22 working days leave for employees working a 5 day week.\n\nII. 26 working days leave for employees working a 6 day week.",{"bindId":79,"name":76,"text":77},"holidaysweeks",{"bindId":81,"name":82,"text":83},"healthcareaccess","(2) (a)The companies shall reimburse to ","(2) (a)The companies shall reimburse to an employee or pay direct to the\ndoctor, chemist or medical institution the cost of medical treatment upon the\nproduction of receipt or (in case of a doctor, chemist or medical institution),\ninvoices and provided that the employee goes to the medical practitioner or\nmedical institution to which he is directed by the company or in the absence of\nsuch direction to the medical practitioner of his\u002Fher own after consultation\nwith the company. However, in case of a genuine emergency and where\nconsultation is not practicable, the patient may proceed to the most convenient\nmedical practioner\u002Finstitution.In this event, the employees company must be\ninformed at the earliest opportunity and in any case not later than 72 hrs.",{"bindId":85,"name":86,"text":87},"jobwagegroups","SINGLE JOB STRUCTURE BASIC SALARY RANGES","SINGLE JOB STRUCTURE BASIC SALARY RANGES\n\n\n\nCATEGORY 1\n\nJob Titles\n\n\n\n***MARKETERS\n\nGeneral Hand\n\nBunkering Hand\n\nTin\u002FJerry Can Filing Machine Operator\n\nPump Mechanic III\n\nMessengerForklift Truck Operator\n\nMotor Vehicle Mechanic IIILDV \n\nFitter III\n\nLOBP Drum Filling Hand\n\nCarpenter III\n\nRoad\u002FRail Tanker\u002FR.T.W.\n\nDischarging Hand\n\nLPG\u002FBitumen\u002FChemical Blending Hand\n\nPainter\u002FWelder II\n\nMachine Operator III\n\nOffice Assistant\n\nLPG Bulk Driver II\n\n\n\n******KPRL\n\nLaboratory Attendant\n\nGatekeeper\n\nStores Hand\n\nMessenger\n\nDriver II\u002FI\n\nLeading Hand Bitumen\n\nCommissionaire\n\nTool room Assistant\n\nFilling &Bitumen Hand\n\nChemical Handler\n\n\n\nBASIC SALARY AND SALARY RANGE\n\n1ST January 2013\n\n\n\n\n  \n  \n  \n  \n  \n  \n    \n      Minimum\n\n        Monthly\n\n        Salary\n\n        Shs.\n\n        \n      \n      Salary Range\n\n        \n\n        Shs.\n\n        \n      \n      Minimum Monthly\n\n        Salary\n\n        Shs.\n\n        \n\n        \n      \n      Salary Range\n\n        \n\n        Shs.\n\n        \n      \n    \n    \n      24,880\n      X 1338 to\n\n        39,698\n\n        \n\n        \n\n        26,218\n\n        27,557\n\n        28,895\n\n        30,233\n\n        31,572\n\n        32,910\n\n        34,248\n\n        35,587\n\n        36,925\n\n        38,264\n\n        39,602\n\n        38,441\n\n        39,698\n\n        \n\n        \n\n        \n      \n      26,746\n      X 1439 to\n\n        42,675\n\n        \n\n        \n\n        28,185\n\n        29,623\n\n        31,062\n\n        32,501\n\n        33,940\n\n        35,378\n\n        36,817\n\n        38,256\n\n        39,695\n\n        41,133\n\n        42,572\n\n        41,324\n\n        42,675\n\n        \n\n        \n\n        \n      \n    \n  \n\n\n\n\n\n\nBASIC SALARY AND SALARY RANGE\n\n\n\nCATEGORY 2\n\n\n\nJob Titles\n\nMARKETERS\n\nPump Mechanics II\n\nH.D.V. Driver (3 tons & over)\n\nTrainer Technician\n\nMotor Vehicle Mechanic II\n\nFitter II\n\nCarpenter II\n\nPainter\u002FWelder I\n\nproduct\u002FMovement Assistant\n\nL.P.G Bulk Driver I \n\nChauffeur\n\nLeaner Clerk\n\n\n\nKPRL\n\nLearner Clerk\n\nEngineering\n\nTrainee Refinery Operator\n\nTrainee Laboratory Tester\n\nOperations Assistant\n\nTrainee Grease Plant Operator\n\nRefinery Craftsman III\n\nSafety Attendant\n\nProduct Assistant\n\nHDV Driver\n\n\n\n\n\n\n  \n  \n  \n  \n  \n  \n    \n      1ST January 2013\n      \n      1st January 2014\n      \n    \n    \n      Minimum\n\n        Monthly\n\n        Salary\n\n        Shs.\n\n        \n      \n      Salary\n\n        \n\n        \n\n        Shs.\n\n        \n      \n      Minimum\n\n        Monthly\n\n        Salary\n\n        Shs.\n\n        \n      \n      Salary Range\n\n        \n\n        \n\n        Shs.\n\n        \n      \n    \n    \n      32,690\n      X 1637 to\n\n        53,974\n\n        \n\n        34,327\n\n        35,964\n\n        37,601\n\n        39,239\n\n        40,876\n\n        42,513\n\n        44,150\n\n        45,787\n\n        47,425\n\n        49,062\n\n        50,699\n\n        52,336\n\n        53,974\n\n        \n      \n      \n      X 1760to\n\n        58,022\n\n        \n\n        36,901\n\n        38,661\n\n        40,421\n\n        42,181\n\n        43,941\n\n        45,702\n\n        47,462\n\n        49,222\n\n        50,982\n\n        52,742\n\n        54,502\n\n        56,262\n\n        58,022\n\n        \n\n        \n\n        \n      \n    \n  \n\n\n\n\n\n\nCATEGORY 3\n\n\n\nJob Titles\n\n\n\nMARKETERS\n\nPump Mechanic I\n\nFitter I\n\nCarpenter I\n\nAssistant\n\nMachine Operator II\n\nHDV Driver (Articulated)\n\nMotor Vehicle Mechanic I\n\nJunior Clerk\n\nTechnician \n\n\n\nKPRL\n\nJunior Clerk\n\nHDV Driver (Articulated)\n\nStores Clerk\u002FWarehouse\n\nAssistant Laboratory\n\nAssistant Grease Operator\n\nAssistant Engineering\n\nRefinery Craftsman II\n\n\n\nBASIC SALARY AND SALARY RANGE\n\n\n  \n  \n  \n  \n  \n  \n    \n      1st January 2013\n      1st January 2014\n    \n    \n      Minimum\n\n        Monthly\n\n        Salary\n\n        Shs.\n\n        \n      \n      Salary Range\n\n        \n\n        \n\n        Shs.\n\n        \n      \n      Minimum\n\n        Monthly\n\n        Salary\n\n        Shs.\n\n        \n      \n      Salary Range\n\n        \n\n        \n\n        Shs.\n\n        \n      \n    \n    \n      40,736\n      X2037 to\n\n        67,219\n\n        \n\n        42,773\n\n        44,810\n\n        46,847\n\n        48,885\n\n        50,922\n\n        52,959\n\n        54,996\n\n        57,034\n\n        59,070\n\n        61,107\n\n        63,144\n\n        65,182\n\n        67,219\n\n        \n\n        \n      \n      43791\n      X2189 to\n\n        72,260\n\n        \n\n        45,981\n\n        48,170\n\n        50,359\n\n        52,548\n\n        54,737\n\n        56,931\n\n        59,121\n\n        61,312\n\n        63,500\n\n        65,690\n\n        67,880\n\n        70,070\n\n        72,260\n\n        \n\n        \n      \n    \n  \n\n\n\n\n\n\nCATEGORY 4\n\n\n\nJob Titles\n\n\n\nMARKETERS\n\nCharge hand leading Artisan\n\nCharge hand leading Fitter\n\nCharge hand leading Pump Mechanic\n\nCharge leading Motor Vehicle. Mechanic\n\nTank farm Assistant II\n\nGeneral Clerk (depot clerk)\n\nOil Clerk, Empty Packages Clerk\n\nBunkering Foreman\n\nOperations Assistant II\n\nFuelling Assistant II\n\nFuelling Assistant II (Aviation)\n\nMachine Operator I\n\n\n\nKPRL\n\nLaboratory Tester\n\nGrease Plant Operator\n\nSafety Technician I\n\nDraughtsman II\n\nTelephone Operator II\n\nGeneral Clerk\n\nRefinery Craftsman I\n\nRefinery Operator\n\n\n  \n  \n  \n  \n  \n  \n    \n      1st January 2013\n      1st January 2014\n    \n    \n      Minimum\n\n        Monthly\n\n        Salary\n\n        Shs.\n\n        \n      \n      Salary Range\n\n        \n\n        \n\n        Shs.\n\n        \n      \n      Minimum\n\n        Monthly\n\n        Salary\n\n        Shs.\n\n        \n      \n      Salary Range\n\n        \n\n        \n\n        Shs.\n\n        \n      \n    \n    \n      49,777\n      X 2236 to\n\n        78,845\n\n        \n\n        52,013\n\n        54,249\n\n        56,485\n\n        58,721\n\n        60,957\n\n        63,193\n\n        65,429\n\n        67,665\n\n        69,901\n\n        72,137\n\n        74,373\n\n        76,609\n\n        78,845\n\n        \n\n        \n      \n      53,510\n      X 2404 to\n\n        84758\n\n        \n\n        55,914\n\n        58,317\n\n        60,721\n\n        63,125\n\n        65,529\n\n        67,932\n\n        70,336\n\n        72,740\n\n        75,143\n\n        77,547\n\n        79,951\n\n        82,354\n\n        84,758\n\n        \n\n        \n      \n    \n  \n\n\n\n\n\n\nCATEGORY 5\n\n\n\nJob Title\n\n\n\nMARKETERS\n\nSenior Chargehand Aritisan\n\nTechnician\n\nSenior Chargehand Pump Mechanic\n\nSenior Chargehand Fitter\n\nTechnician\n\nSenior Chargehand Motor Vehicle Mechanic\n\nOperation Foreman\n\nTank Farm Assistant I\n\nCraftsman\n\nFuelling Assistant I (Aviation)\n\nSenior Clerk (Dispatch Clerk\u002FStocks Clerk\n\nCashier\u002FScheduler)\n\nSecurity Assistant\n\nLOBP Maintenance Technician\n\nTelephone Operator I\n\nSafety Assistant\n\n\n\nKPRL\n\nEngineering\n\nLaboratory Technician\n\nGrease Plant\n\nSafety Technician\n\nElectrical Technician\n\nLeading Refinery\n\nSenior Clerk\n\nCraftsman Technician\n\nDraughtsman I\n\nCashier\n\nOperations Technician\n\n\n\nBASIC SALARY AND SALARY RANGE\n\n\n\n\n  \n  \n  \n  \n  \n  \n    \n      1ST January 2011\n      1st January 2014\n    \n    \n      Minimum\n\n        Monthly\n\n        Salary\n\n        Shs.\n\n        \n      \n      Salary Range\n\n        \n\n        \n\n        Shs.\n\n        \n      \n      Minimum\n\n        Monthly\n\n        Salary\n\n        Shs.\n\n        \n\n        \n      \n      Salary Range\n\n        \n\n        \n\n        Shs.\n\n        \n      \n    \n    \n      62,421\n      X 2621 to\n\n        96,492\n\n        \n\n        65,042\n\n        67,663\n\n        70,284\n\n        72,904\n\n        75,525\n\n        78,146\n\n        81,627\n\n        83,388\n\n        86,009\n\n        88,629\n\n        91,250\n\n        93,871\n\n        96,492\n\n        \n\n        \n      \n      67,103\n      X 2817 to\n\n        89,760\n\n        \n\n        69,920\n\n        72,737\n\n        75,555\n\n        78,372\n\n        81,190\n\n        84,007\n\n        87,749\n\n        89,642\n\n        92,459\n\n        95,277\n\n        98,094\n\n        100,911\n\n        103,729\n\n        \n\n        \n      \n    \n  \n\n\n\n\n            ",{"bindId":89,"name":90,"text":91},"healthinsurance","(3) Employees who are members of the sub","(3) Employees who are members of the subsidized medical insurance schemes\nhave the option of treatment by the doctor of their own choice within the\nlimits of the insurance schemes.",{"bindId":93,"name":94,"text":95},"SUNDAY_trigger","Sunday and Gazetted Public Holidays – Ex","Sunday and Gazetted Public Holidays – Excessive hours x 2 x month’s\nbasic salary divided by 173.",{"bindId":97,"name":98,"text":99},"ANNLEAVE_trigger","Leave allowance shall be paid to unionis","Leave allowance shall be paid to unionisable members as follows:\n\nLength of service.\n\nUpto 5 years of service - shs. 10,000\n\nOver 5 years of service - shs. 13,000\n\nSuch leave allowance will be paid annually at the time of the employees\ntaking his\u002Fher annual leave.In the event of termination of service for reasons\nother than gross misconduct and where the employee has completed more than 12\nmonths service,proportionate leave allowance is payable for each completed\nmonth of service.",{"bindId":101,"name":102,"text":103},"coverunionsign","The terms and conditions of employment w","The terms and conditions of employment which shall apply to the unionisable\nemployees of the companies holding positions listed in schedule “B” of the\nMemorandum of Agreement signed on July 26; 1962 ( The Joint Industrial Council\n“Constitution”) shall be those provided for this Agreement.",{"bindId":105,"name":106,"text":107},"healthandsafetypolicy","Safety and health of employees shall be ","Safety and health of employees shall be subject to Occupational Safety and\nHealth Act, 2007 and as supplemented by companies Regulations and\nProcedures.",{"bindId":109,"name":72,"text":73},"overtimeallowanceperc1",{"bindId":111,"name":112,"text":113},"hourspweek","The normal working week shall be 40 hour","The normal working week shall be 40 hours. This is exclusive of such times\nas the companies may set aside for meal times. The hours of presentation to and\ndeparture from work shall be determined locally by the Companies and may be\nchanged to meet operational requirements by the Companies giving one month’s\nnotice to the Union of the decision to make a change.",{"bindId":115,"name":60,"text":61},"contracttrial",{"bindId":117,"name":64,"text":65},"sicknesspay",{"bindId":119,"name":120,"text":121},"SCHEDULE_trigger","The average working week for shift emplo","The average working week for shift employees shall be 40 hours. The\ncompanies shall allocate such shift employees to a roaster of shift to meet\nlocal requirements. It is recognized that because of the incidence of shift\nroasters the rest day of such employees may not coincide with the normal rest\nday of Sunday. In order to ensure continuity of operations, all shift employees\nshall remain on duty until relieved by the succeeding shift or until permitted\nby the supervisor in charge.",{"bindId":123,"name":124,"text":125},"paidpaternityleave","A male employee shall be entitled to 14 ","A male employee shall be entitled to 14 calendar days paternity leave with\nfull pay to assist the said spouse to settle at home after delivery.Such leave\nwill be granted on production of medical documents and will not be\naccumulate.",{"bindId":127,"name":120,"text":121},"schedulesrestpw",{"bindId":129,"name":64,"text":65},"sicknessmaxdaysnr",{"bindId":131,"name":94,"text":95},"sundayallowanceperc1",{"bindId":133,"name":98,"text":99},"annleaveallowanceamount1",{"bindId":135,"name":136,"text":137},"contractseverancepay1","(d) For those companies which do not hav","(d) For those companies which do not have contributory provident\u002Fpension\nFunds, redundancy payment will be on the basis of one month’s salary per\ncompleted year of service.",{"bindId":139,"name":140,"text":141},"bankholidays1","(b) PUBLIC HOLIDAYS. As far as maintenan","(b) PUBLIC HOLIDAYS.\n\nAs far as maintenance of essential services allow, the following Gazetted\nPublic Holidays are granted with pay provided the employee is not absent\nwithout permission on the working days preceding or succeeding the public\nholiday.It is agreed that any government announcement in respect of gazetted\nPublic Holidays shall cause automatic amendment to this list to reflect the\ncurrent position.\n\n(a) New Years’ day\n\n(b)Good Friday\n\n(c) Easter Monday\n\n(d) Labour day\n\n(e) Madaraka day\n\n(f) Mashujaa day\n\n(g) Idd-ul-Fitr\n\n(h) Jamuhuri day\n\n(i) Chrismas day\n\n(j) Boxing day",{"bindId":143,"name":64,"text":65},"sicknessmaxdays",{"bindId":145,"name":46,"text":47},"paidmaternityleave",{"bindId":147,"name":102,"text":103},"coverunion_trigger",{"bindId":149,"name":136,"text":137},"contractseverancepay",{"bindId":151,"name":76,"text":77},"PAIDLEAV_trigger",{"bindId":153,"name":124,"text":125},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Oil Industry - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Extraction, mining, quarrying\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Extraction of crude petroleum, Manufacture of coke and refined petroleum products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Oil Industry\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Petroleum Oil Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Chile Independence Day (18th September), John Chilembwe Day (15th January), \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 7.5 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 10000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[159],{"title":37,"slug":33},[161],{"type":162,"data":163},"call_to_action_body_block",{"title":164,"description":165,"variant":166,"link":167},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":164,"url":168,"description":164,"rel":169,"type":170},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[172],{"type":162,"data":173},{"title":164,"description":165,"variant":166,"link":174},{"title":164,"url":168,"description":164,"rel":169,"type":170},[]]